Human Resources Manager
About the role
The Human Resources Manager serves as the primary Human Resources partner for assigned business units and operational teams. This position provides strategic and day-to-day support in employee relations, performance management, workforce planning, talent development, compensation, compliance, and organizational effectiveness. The Human Resources Manager partners with leaders to align people strategies with business objectives, strengthen employee engagement and retention, ensure compliance with employment laws and company policies, and foster a productive, safe, and high-performing work environment. The position also provides leadership and development for assigned Human Resources personnel.
Responsibilities
- Partner with leadership to support workforce planning, organizational design, succession planning, and talent management initiatives.
- Identify workforce risks and opportunities and recommend practical solutions that support business objectives.
- Promote a positive employee experience and strengthen employee engagement, retention, and organizational culture.
- Advise leaders regarding employee relations, performance management, conflict resolution, corrective action, and employment decisions.
- Conduct investigations and recommend appropriate resolution of workplace concerns and policy violations.
- Ensure consistent application of company policies, procedures, and employment practices.
- Maintain compliance with federal, state, and local employment laws and regulations.
- Partner with Legal and business leaders on sensitive employee matters and risk mitigation.
- Partner with Talent Acquisition to support recruiting, selection, onboarding, and workforce planning efforts.
- Support leadership development, employee development, and succession planning programs.
- Assist leaders in identifying and developing high-potential employees and future organizational talent needs.
- Analyze compensation actions and provide recommendations related to internal equity, promotions, and market competitiveness.
- Gather, analyze, interpret and action workforce data and key performance indicators.
- Utilize workforce metrics to identify trends and support decision-making.
- Collaborate with Payroll, Benefits, Talent Acquisition, and other HR functions to ensure efficient HR operations.
- Maintain proficiency with HRIS platforms, reporting tools, and Microsoft 365 applications.
- Lead, coach, and develop assigned Human Resources personnel.
- Establish priorities, monitor performance, and provide ongoing feedback and development.
- Support continuous improvement within the Human Resources function.
Qualifications
- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field.
- Five (5) or more years of progressive Human Resources experience.
- Experience supporting employee relations, investigations, performance management, and employment law compliance.
- Strong communication, analytical, problem-solving, and leadership skills.
- Ability to build relationships and influence leaders at all organizational levels.
- Proficiency in Microsoft Office 365 applications and Human Resources Information Systems (HRIS).
- Preferred SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
- Bilingual English/Spanish.
- Experience supporting oilfield services, energy, industrial, manufacturing, construction, or field-based operations.
- Experience with workforce planning, talent development, and succession planning initiatives.
Skills
- Interpersonal Effectiveness
- Relationship Building
- Communication
- Influencing & Advising
- Conflict Resolution
- Customer Focus
- Leadership Impact
- Coaching & Developing Others
- Leading Change
- Strategic Thinking
- Driving Results
- Courageous Leadership
- Business/Management Skills
- Business Acumen
- Workforce Planning & Talent Management
- Data Analysis & Decision Making
- Compliance & Risk Management
- Continuous Improvement
Requirements
The physical demands described here represent those required for an employee to successfully perform the role’s essential functions. Reasonable accommodation may